Workforce intelligence, nurse by nurse

Advocate for your Nurses

We prove the value of your workforce from
data you already own.

Turnover Risk

High riskElevatedLow risk

Workload

HeavyModerateLightOpen

Unit Risk

CriticalElevatedStableImproving

Same schedule.
Different lives.

Same unit, same shift, same headcount on the schedule. Scored individually, they're not the same night at all.

88 of 100the highest risk score on 4 West tonight: Naomi B., six consecutive shifts and two denied PTO requests

No new burden for the floor, no new system for IT. WorkforceIQ reads the data your hospital already has and breaks the silos keeping it apart.

A nurse isn't just a headcount! They're the backbone system's stability, the hospital's performance, the community it serves. WorkforceIQ catches instability months before it becomes a problem, not after.

The RETAIN Framework calculates the real cost of every departure — peer-reviewed, validated, and consistent, at approximately $85,000 per nurse.

Nursing care is
not a ratio

Same floor, same shift, same five patients each. What they're actually asking for isn't the same at all.

2 of 20 bedscross into heavy by 16:00, and every one of them reads ordinary right now

What one patient needs from the nurse assigned to them looks nothing like what the next one needs, even on the same unit. WorkforceIQ scores that relationship individually, not just whether the bed is filled.

Two patients can carry the exact same acuity score — same vitals, same diagnosis — and still be a completely different workload for the nurse assigned to them. Acuity measures the physiology. WorkforceIQ scores the workload underneath it.

A stable patient at noon can be a different relationship by four o'clock — more monitoring, harder conversations, more of a nurse's attention. WorkforceIQ follows that shift as it happens instead of waiting for the next shift.

What starts with one nurse
scales to the whole system.

Same nurses, same patients, same data you just saw. Aggregated up, not averaged from the start, so nothing gets lost between the bedside and the boardroom.

4 of 15 signalscritical this month, each one coupled to at least 2 of the others

Most workforce dashboards start with the unit average and lose the individual. WorkforceIQ scores the nurse and the patient first, then builds every higher view — unit, hospital, system — from the ground truth.

Unit against unit, quarter against quarter, specialty rollups. Every grouping drills back to the people underneath so decisions can be made with higher precision.

WorkforceIQ turns the pattern into next steps that unify decision for Nursing, Finance, and HR: where to invest, which units need help first, and what a staffing change is actually worth.

Four people. Backed by science and rigor.

A nurse who created the RETAIN Framework to measure the cost of turnover. A data specialist building analytical infrastructure at Fortune 500 scale. A healthcare operations expert who changed the way nursing thinks about productivity. An ML researcher backed by a $2.3M NIH R01.

Omid Razmpour, PhD, MBA, RN

Former COVID ICU Nurse and current Nursing PhD candidate at Emory. Creator of the RETAIN Framework, which surfaced ~$450M in hidden turnover costs at Emory Healthcare.

Sokol Tushe, PhD

Former BCG strategist turned Assistant Professor at USF Muma, pioneering AI solutions to solve multi-million dollar operational challenges for Fortune 500s and national healthcare systems.

Donald Lee, PhD

Stanford PhD and Emory Associate Professor. Architect of novel survival Machine Learning algorithms, his work (NIH R01 $2.3M) is reshaping healthcare delivery.

Tyki Wada, MBA

Data Science generalist. Built analytics, finance and healthcare tools for Coca-Cola, Amazon Whole Foods, and Emory Healthcare. Software creator for real-time, individual nurse visibility.